Who are Arup?
Dedicated to sustainable development, Arup is a collective of 17,000+ engineers, designers, advisors, and experts working across the globe. Arup’s primary goal is to develop a truly sustainable built environment. This means that in all our work, we aim to identify a balance between the needs of a growing world population and the finite capacity and health of our planet.
Founded to be humane and excellent, we collaborate with our clients and partners using imagination, technology, and rigour to shape a better world. Arup brings together professionals from diverse disciplines and with complementary skills to deliver unique solutions to shape a better world.
We have a healthy mix of people with very different perspectives and from many cultures, working together, learning from each other, and generously sharing knowledge and ideas. Our people are the creative force behind many of the world’s most innovative and sustainable designs.
Talented people, like you, join Arup for the opportunities that we provide to work on the world’s most exciting projects, to develop a specialism of your own and to find your niche. The chance to work with some of the world’s leading experts, the range of professional opportunities, and the support and freedom for innovation means that we remain attractive for the world’s most skilled engineers, designers, advisors, and experts.
What projects / schemes / initiatives to support women’s recruitment, retention and progression in STEM are Arup involved in?
At Arup we are committed to recruiting, retaining and progressing our diverse talent, this includes continuing to work towards of our aspirational gender goal of 40:60, where we are committed to employing 40% women, 40% men, and 20% of any gender, at all levels of the organisation, with 39% women in the UK, India, Middle East and Africa workforce, in 2022. We also have a 50/50 gender split aspiration goal at graduate level, where we are consistently hiring between 44-50% year-on-year.
Recruitment and Attraction
We collect, monitor and analyse data on applicants and regularly report and review on how women are recruited and progress through our processes, identifying and addressing any barriers to ensure our attraction and recruitment processes are fair and equitable, at all stages.
Developing our diverse workforce
We regularly undertake employee consultation with our female talent to understand their development needs, which has since been used to design and develop our programme of positive action to enhance fair and equal progression. This includes our Women in Leadership Programme for those at mid-career grades to help develop our visible pipeline of women for leadership roles.
Retain our diverse workforce
We track the diversity of our promotion pools and actively require our leaders to ensure women are represented. We regularly review our approach to promotions to create greater transparency and fairness, including introducing a Promotions Review Panel to ensure that promotion recommendations represent a diverse range of our colleagues with the right skills and potential to succeed.
